TitleMax Fails Employees With Advancements and Adequate Training Cleveland, Tennessee
I was recently terminated from my position as an Assistant Manager from TitleMax. The state of Tennessee only allows loans up to $2500.00. When a customer comes into an office and qualifies for the maximum and takes only $1,000.00 they can come back to get an additional loan for the remaining $1500.00. I was initially trained in a TitleBucks office where the manager was no help in my training process. This was something we never covered. We had an online website that listed procedures, but how does one get the time to study those procedures. You make three call thrus a day, chase delinquent accounts and do the actual loans plus extensive marketing to make an office grow.
I was actually moved to a TitleMax office which was going to be closed if we did not bring our numbers up in sales and down in delinquencies. I was made an Assistant Manager before I was certified. We had only two employees in that office. It is a State Violation to exceed $2500.00. Sometimes a deferal in principle can affect the amount to be loaned on an add-on. This was never made clear with me.On the screen marked in red on the origional account it says in red letter Available and a dollar amount. I actually exceeded that amount and was given a Final Warning. I was never clear if I was doing this correctly. It is because of lack of training. I requested to speak with my District Manager privately to discuss possibly sharpening my skills. He went on vacation and I never got the chance to ask him to pair me up with someone to clear up some of my questions. Low and behold we never had our talk and I loaned over the state requirements by a little over a hundred dollars.
As an employee I brought that office off the charts with my marketing skills, I was always on time, worked well with the public and I was terminated. I take full responsibility for the mistake I made. I want to say also that while it was a mistake, it stems from the begining where I was not given fair treatment in my training process. I literally had filed a formal complaint against that manager who trained me because of this, I also filed a formal complaint because money came up missing from our main cash drawer and that manager had the only key, I was contstantly replacing money to keep from losing my job. I was conerned because most employees are offered certification within the first six weeks of employment. It was over a year before I became certified and the reason for that was because they let the previous manager and assistant go for lack of performance. They placed me with a young lady who is still the manager there that sent me on constant personal gofer runs. One day our new regional manager was in the area and she went Marketing while looking at motorcylces. This was after the district manager instructed us not to leave the office.
That manager also had her car detailed while she was out. I personally was overloaded with a work load because she was in slow gear and on her own agenda. A total control freak. The woman talked down to me a continuously said demeaning things to me in front of customers letting everyone clearly know she is the BOSS. Customers later brought it to my attention they had observed this and asked how I put up with it. I was a good worker, a hard worker and a team player. But across the board I was failed in proper training. It was my mistake for certain. But I feel that the district managers have so many stores to tend to that alot of things are never known.
I had just requested to become a manager of my own store when this happened and I also requested to speak with my district manager to help refine me, we never had the chance and I made a mistake that cost me my career.
3 Updates & Rebuttals
briana riche
e,Tennessee,
U.S.A.
Does not make sense
#4UPDATE EX-employee responds
Wed, November 25, 2009
I worked for this company for 2 years (actually started in cleveland 1) and became a maanger at another store until 08. I do not know how you can say you worked there for 2 years and say you did not understand the 2500 max. I remember how big of a deal and all the meeting and training that came out when this took place. I remember having to call the district manager every time we did this type of loan to verify our numbers to make sure. This was not this hard to understand. You said you were on final warning so this means this was your 2nd write up. You also said she went out with the regional manager even after district manager said to stay in the office, so, regional manager is the district manager boss. If after 2 years there you did not understand the basics then you should have never even been certified as asm. Also you fail to put on here that the district manager comes in twice a month to audit the store, why did you not talk to him then?
TitleMax Ex-Employee
Cleveland,Tennessee,
USA
In Rebutal to JR
#4Author of original report
Wed, November 04, 2009
I am familiar with who you are. There are obviously alot of things you were not aware of. I understand your position to protect the very manager I was not properly trained by. Because he is a friend to you. However, let me tell you what the one on one training consist of: Getting an e-mail from your Regional Manager that you must complete the TitleMax online course. My course in that office was approximately 10-15 minutes. Why is that??? Because I was told to skip through because we had new loans coming in and a new loan means money to the office. We had to sign a paper that the course was completed and have it turned in by the close of business. So, yes Sir I was not trained as I was entitled to be.
Addressing the issue as being a disgruntled employee, how happy would you be if you were not treated fairly. You speak of insubordination, I was never written up for that.I had one situation with the manager I worked with. So who did TitleMax put me in an office with that same person and promote me to Assistant Manager if I was that difficult of an employee??? No write up. I was with this company for two years, seems like if I was as impossible to deal with I would have been gone sooner. Your statements are what make good people not want to work for TitleMax. There seems to be no appreciation when an employee works very hard and builds an office only to have you Sir rebutal back and cut them down. You yourself had us on a different agenda than what the corporate guidelines state. (That would be your classic case of insubordination to your higher ups) They were very specific in the corporate website when they had us do collection calls. We were told something totally different because we had to bring our #'s down in past due accounts.
Your rebutal Sir that I need to take a look in the mirror...maybe TitleMax needs to examine further when these things go wrong. I was never told I was moved between three offices because no one got along with me nor that I was insubordinate.I was told I was being cross trained. Because TitleBucks has a different way of doing things. The third store I was sent to I became an Assistant Manager. So, Sir, don't lash out at me when I express my feelings. If this were the case why was I not informed until you sent this rebutal. Makes any prospective new employee wonder if you are being honest with them.
JR
Athens,Tennessee,
United States of America
Different Office, Same result!
#4UPDATE EX-employee responds
Wed, November 04, 2009
I have work for the Titlemax company for about 8 years and can assure you that the lady filing the report is a disgruntled employee. She was moved from office to office to office, because no one wanted to work with her. It was well documented by each manager about her behavior, and the way she treated the other employees. When it happens one time, it could be the manager, and maybe the second time, but if you continually get reports about an employee consistent insubordination towards her supervisor, and other employees, than its usually the employee!
As far as her not being trained correctly on the item in question, that is completely untrue! Since the law change in the State of Tennessee, there has been training classes, emails, one on ones with each employees, about a very simple procedure. Its very simple customer has loan for $1000.00, and wants to get another $1500.00 to max out the loan(State law is $2500.00) You take the State cap of $2500.00 subtract the principle, interest, and fees from the 1st loan, and come up with amount to be loaned Example: $2500.00(state cap) minus $1000.00 principle minus $129.99 interest/fees equals the maximum you can loan the customer is $1370.01. Does that seem hard!!! She was warned in a write up about what she did, and then did it again, she states that in her own email to rip off report. Hmmmmmm, seems like a compliance issue to me.
The company has to refund all the principle over the cap, and the interest, and fees, and could get fined up to $1000.00 for each exception!
No company you work at is going to be perfect, and Titlemax has a long way to go to get there, but I think that they have done a great job in making sure the law is followed in the state of Tennessee. I wish that when an employee gets terminated that the first thing they do is not lash out at everyone else. She broke the law on more than one occasion, and policy, procedure, and cost the company money, she needs to look in a mirror!